Janet is a manager in a marketing company
with ten workers under her care and supervision. Every manager in their
organization looks up to her because she is always able to surpass her sales
target.
She was asked by her CEO this question
during a testimonial given to her and her subordinates: “How come you are always able to surpass your
sales target/s?” Her immediate reply was this: “I immediately give my subordinates’
feedback about their sales performance be it positive or negative feedback.”
Giving immediate feedback to your
subordinates is a very important tool for them to achieve, even exceed their
targets. For example, if a worker exceeds her/his target or performing
exceptionally well in her/his assigned task. An immediate feedback should immediately
be given to them.
This could be in a form of praise or any
form of recognition to highlight the exceptional performance. Why give an
immediate feedback? This is to reinforce the positive work behavior so that
could be sustained.
The same should apply when giving feedback
to the laggards, their attention should immediately be called as well. So that
they are made aware that they need to immediately do something to improve their
work performance. Otherwise, sanctions allowed
under the rules of the organization would be forthcoming to them.
While positive feedback should be given in
full view to further inspire and motivate. Negative feedback should be given in
private this is to avoid embarrassment, humiliation and further demotivation. –
Marino J. Dasmarinas
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